Q: How to avoid such work related conflict?
Such work related conflict can’t be avoided as they arose usually when changes occur in power and authority but we can manage them with effective solution.
No employee wants to get involved in a workplace dispute. If conflict at work isn’t resolved, it can cause stress, frustration, a bad temperament, illness or other issues for individual employees. Mostly employees have to deal with conflict at some point. Another big cause for disputes is the relationship that employees have with their line managers.
Conflict, disputes and disagreements are a part of daily life so it’s important that people feel able to deal with them when they arise. However, there are tactics that people can adopt to reduce the risk of getting involved in conflict;
1. Remaining positive will make it more difficult for others to behave badly towards ...view middle of the document...
4. Some people are used to getting their own way by using emotions, be they anger, fear or upset. If they succeed in doing this in the workplace, it will cause resentment and lead to arguments or blame shifting.
5. Disputes can grow from the smallest of issues. It’s important to acknowledge that disputes will take place now and again and that they should stay at that level – minor disagreements that should be figured out and forgotten.
Q: Which of the conflict management style work best in this case? And how explain?
Owl collaborating management style will work best in this case. Because policy was set by the senior management to improve performance and can’t be ignored. Whereas peace and harmony is also essential in such a long personal and professional relationship for a productive work environment.
This approach requires both parties to sit down with all the facts and arrive at the solution. It involves exploring the conflict beyond surface levels.
By discussing their feelings and the facts, a greater degree of commitment can be reached. The higher degree of collaboration helps in getting to a mutually acceptable solution, without any negativity.
Q: Find a common ground which they can both agree on?
“Responsibility” will certainly be their Common ground. Both have to clear in their mind that their responsibilities comes first of all. And if there is any friction, that should not undermine their performance.
Identify common goals. When we turn our attention to the issues under discussion it is often easy to find that there are objectives that are in common although there are differences as to how to achieve the objectives.
Q: Spot the way to get them working together as a team again?
A good team functions as a single organism. Not only do members work together towards a common goal, but they complement and support one another so that their work seems effortless.
In this case Alan should respect Jessica’s experience and seniority. He should empower her and treat her more like a co-worker than a subordinate. Jessica should accept Alan’s designation and cooperate with him for the smooth running of organizational operations.